The Manager, Talent Management manages the implementation, administration, and continuous improvement of Mount Sinai Health System's performance management program and related talent practices. Working under the direction of the Director, Talent Management, the Manager coordinates goal setting, performance review cycles, talent discussions as implemented, leader enablement, communications, and program execution. The Manager develops and maintains project plans, tools, training, resources, and stakeholder communications that support consistent and effective practices.
The role gathers program data and stakeholder feedback, identifies opportunities for improvement, and collaborates with Human Resources, Digital and Technology Partners, Talent Development and Learning, and operational stakeholders to support successful implementation.
and Responsibilities 1. Manages the planning, administration, and execution of enterprise performance management activities, including goal setting, midyear reviews, year-end evaluations, and calibration activities, in accordance with established strategy and governance. 2. Creates and manages annual project plans, timelines, milestones, risks, dependencies, and stakeholder engagement activities for assigned performance and talent initiatives. 3.
Develops, maintains, and continuously improves program tools, guidelines, templates, job aids, and supporting resources. 4. Oversees the development and delivery of leader education, workshops, toolkits, and resources focused on goal setting, performance conversations, coaching, feedback, talent assessment, and employee development. 5. Provides consultation and guidance to leaders, managers, and HR partners on established performance management processes, tools, timelines, and development planning practices, escalating policy or complex employee matters to the appropriate HR function. 6.
Develops and supports communications and change management activities that promote awareness, understanding, adoption, and effective use of performance and talent management programs and systems. 7. Coordinates with HRIS, People Analytics, and other data owners to define reporting needs, review available data, and translate program findings into practical insights and recommendations. 8. Monitors participation, milestone completion, stakeholder feedback, and other program indicators to identify implementation risks and opportunities for improvement. 9.
Prepares presentations, executive summaries, status reports, and decision materials for leadership review. 10. Collaborates with Talent Development and Learning colleagues, HR partners, DTP, and other stakeholders to align performance management with relevant leadership, learning, and workforce initiatives. 11. Maintains current knowledge of relevant trends, practices, and technologies in performance management, talent management, leader enablement, and change management. 12.
Coordinates vendors, consultants, interns, project teams, or assigned staff and performs other related duties as required. Supervisory Responsibilities May supervise assigned staff, interns, vendors, consultants, or project teams. Education Requirements Bachelor's degree required.
Master's degree preferred in Organizational Development, Industrial Organizational Psychology, Human Resources, Business Administration, Education, or a related field. Experience Requirements Five or more years of progressive experience in performance management, talent management, organizational development, human resources, or a closely related discipline. Direct experience managing performance management cycles, goal setting, talent processes, leader enablement, or comparable enterprise programs is strongly preferred.
Licensing and Certification Requirements (if applicable) None required. Relevant professional certifications are preferred. The Mount Sinai Health System (MSHS) provides salary ranges that comply with the New York City Law on Salary Transparency in Job Advertisements.
The salary range for the role is $95,450.00 - $143,175.00 Annually. Actual salaries depend on a variety of factors, including experience, education, and operational need. The salary range or contractual rate listed does not include bonuses/incentive, differential pay or other forms of compensation or benefits.